Director, Employee Experience Operations

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About Commvault

Commvault (NASDAQ: CVLT) is the gold standard in cyber resilience. The company empowers customers to uncover take action and rapidly recover from cyberattacks keeping data safe and businesses resilient. The companys unique AI-powered platform combines best-in-class data protection exceptional data security advanced data intelligence and lightning-fast recovery across any workload or cloud at the lowest TCO. For over 25 years more than 100000 organizations and a vast partner ecosystem have relied on Commvault to reduce risks improve governance and do more with data.

The Opportunity

Were hiring a Director of Employee Experience Operations to lead how our people-facing processes actually work day to day. This is not a systems or IT job. Its a leadership role focused on making the employee experience simpler and better across HR Finance Legal Business Technology and Facilities.

You are the person who asks why something takes six steps and three approvals when it could take one and then works across teams to fix it. Success means fewer handoffs faster resolution clear ownership and employees who feel the company works for them not around them. This role is a fit for someone with strong people operations experience who enjoys redesigning how work gets done and takes pride in making things easier for other people.

What Youll Do...

End-to-end process ownership and employee experience

• Own and continuously improve the employee lifecycle and experience processes that span HR Finance Legal Business Technology and Facilities onboarding offboarding transfers leave accommodations pay job movement organizational changes and anything else that touches the employee experience.
• Treat friction as a problem to fix not something to live with. Start every process review from the employees point of view.
• Build a simple repeatable way to find friction employee feedback escalations and help-desk ticket trends and turn it into a prioritized improvement roadmap.
• Set and track meaningful measures of friction and delight (time-to-resolve number of touchpoints rework rate satisfaction) and report progress in terms leadership and employees both understand.

Re-imagining business processes with AI

• Rethink HR and all other employee experience operations regardless of where they sit in the organization end-to-end assuming AI and agentic workflows are available not as a bolt-on but as the default way work gets done.
• Identify the highest-volume most repetitive employee lifecycle tasks (status changes tier-1 questions approvals document generation data updates) and lead the redesign to hand them to AI agents with the right guardrails.
• Partner with Business Technology to embed AI into HR Finance and Legal workflows including intelligent routing automated case handling and self-service that actually works.
• Set the standard for when a process should be automated augmented or eliminated and hold the line on quality compliance and employee trust as AI is deployed.

Cross-functional orchestration

• Act as the bridge between HR and Finance (payroll compensation budget and headcount) Legal (policy compliance contracts risk) Business Technology (systems data and automation without owning the tech itself) and Facilities (workplace space moves).
• Build strong working relationships with functional leaders so process changes stick after the project ends.
• Represent the employee and manager perspective in cross-functional decisions that otherwise get made through a purely functional lens (e.g. legal risk financial control technical constraint).

• 8 years in HR or Financial operations HR shared services or a similar cross-functional operations role.
• Strong operational thinking: you can map a process spot where it breaks down and design a simpler path.
• Excellent cross-functional influence skills. You can build trust and alignment with Finance Legal Business Technology and Facilities leaders who dont report to you and dont have to listen to you.
• A real commitment to the employee experience you default to asking what this feels like for the person going through it.
• Direct experience applying AI and agentic AI to real business problems moving beyond incremental gains to fundamental redesigns of how work gets done.

• They ask why a process exists in its current form before trying to change it.
• They measure friction the way a product leader measures churn as a signal to act on not something to accept.
• They build agreement rather than issue mandates. A process change that Finance Legal BT and Facilities buy into lasts; one thats forced on them doesnt.
• They can zoom from this one employees bad experience up to this is a systemic pattern affecting thousands of transactions and back down again.

• Continuous professional development and product training.
• Clear career growth and advancement opportunities.
• Inclusive company culture.
• Comprehensive global benefits package.

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